Evaluating HRM Practices at TESCO: Recruitment, Benefits and Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at TESCO, focusing on workforce planning, recruitment, and employee relations. It defines HRM according to various experts and outlines its key features and purposes, emphasizing the role of employees as valuable assets. The report explores the strengths and weaknesses of different recruitment and selection approaches, advocating for a combination of pre-employment tests, face-to-face interviews, and collaborative hiring methods. It also discusses the benefits of various HRM practices for both employers and employees, such as creating favorable working conditions and offering competitive compensation. The effectiveness of HRM practices is evaluated using the HR Value Chain Model, considering efficiency, effectiveness, and impact on organizational objectives like profitability and customer satisfaction. Furthermore, the report analyzes the importance of employee relations in influencing HRM decision-making, highlighting key dimensions such as effective communication, employee counseling, and employee rights. Finally, it touches upon employment legislation and its application in HRM practices within TESCO.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management can be defined as planning, controlling, development, directing,
integration and HR is separated for achieving the individual, social and organisational objectives.
The report is about the Human resource management of TESCO. The report discusses the
purpose and functions of HRM that is applicable to the workforce resourcing and planning of the
firm. The strengths and approaches for the recruitment and selection are discussed for the
different approaches. The benefit for the employer as well as the employee is discussed for
different practises of HRM in the organisation. The effectiveness of the different HRM practices
is also discussed. The employee relations are discussed that influence the HRM decision making.
The employment legislation and application of HRM practices are discussed.
MAIN BODY
Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation
Define HRM
According to Edwin B. Flippo, HRM can be defined as planning, controlling,
development, directing, integration and HR is separated for achieving the individual, social and
organisational objectives. According to R.Wayne Mondy, HRM is the systematic process for
combining the internal and external supplies of the candidates that is required by the company
(Bos-Nehles and Bondarouk, 2017).
Features of HRM
It is decision oriented, focus on the needs as well as the aspirations of the individuals,
oriented with development and growth, employee oriented, strategic implication, support
functions and binding force of the organisation.
Purpose of HRM
The HRM view the employees as assets of the organisation as well as the internal
customer and thus it work for the job satisfaction along with employee effectiveness and
efficiency. The internal sources are concentrated by the HRM for the competitive advantage. The
culture and structure of the organisation is adapted after communicating with the employees. The
HRM leads the life cycle of employees from hiring the right employees to providing the reviews

of the performances, employee development and processing the firing. HRM manage the
appraisals and administer payroll.
Functions of HRM
The HRM plan the human resources that help in the shaping the recruitment, executions
and learning by deciding the future needs of the organisation. It recruits the best employees for
the organisation. It provides the employees with the resources for giving the best performance
and hence manages the performance. It involves in the learning and development for building the
skills of the employees (Ahammad, 2017). It provides guidance to the employees for the career
planning. It appreciates the employees for their work by rewarding and recognising.
Company based discussion
HRM helps in the hiring and the training of the workforce. Conflict management is
responsibility of the HRM. It helps build values and culture in the organisation. It also helps in
the development of good relations. The HRM practices involve the continuous professional
development, recruitment, appraisals and training for the providing the best performance.
M1 Purpose and functions of HRM
There are different functions which a human resource manager performs are, recruitment and
selection, training and development, decide payroll of employees. They are responsible for
handling all the issues in the organisation. They are recruiting and selecting best candidate for
the company. Providing training and development programs to employees, deciding payroll of
employees and evaluate performance of workers. Rewards are given to employees on the basis of
performance. They are responsible for management of performance, learning and development,
compensation and benefits, human resource information system, HR data and analytics.
Strengths and weaknesses of different approaches to recruitment and selection
Define recruitment and selection
The process for identifying as well as making the best suited candidates to apply for the
job is called recruitment. The process of picking the right candidates for the job role in the vacant
positions is called the selection process.
Draw a process of recruitment and selection

Recruitment process involves: recruitment planning where the vacant positions are described
and analysed, strategy development where the strategy for hiring the resources is prepared,
searching where the candidates are sourced for the job requirement, screening where the
applications of the candidates are filtered and evaluation and control where the validity and
effectiveness of the process of the method is assessed (Sutphin, 2017).
Selection process includes: the selected candidates are screened, then the interview is placed, in
the assessment the candidates are further picked according to the suitability of the job, references
are check for clearing the doubts of the candidates about the expectations, decision is made for
choosing the candidate and at last the job offer is given to the candidate.
Explain the strengths and weaknesses of different approaches to recruitment and selection
Internal recruitment is giving the promotion in to the internal employees. The approach is cost-
effective and boosts the morale of employees. It help in retaining the talent plus reduce the
turnover, the workforce feel motivated and work hard. This approach can limit the potential
candidate number; miss out on the external candidate’s fresh perspective and ideas.
External recruitment eliminates the problems with the internal recruitment but is expensive as
well as time consuming (Krylov and et.al, 2019). It may not be useful for identifying the right
people.
Selection process varies with the organisations. Interview can be biased and may not give
the quantifiable insight. Pre-employment testing in the other hand helps in assessing the skills
and how the candidate will fit in the company. The tests are reliable and objective. The test may
not provide the whole picture, candidates may not be honest and test may be ambiguous.
Which approach is best for the company
TESCO should be using the pre-employment test along with the face-to-face interviews,
collaborative hiring, group interviews and combination of other methods for finding the right
interviews.
M2 strength and weakness of different approaches
There are different approaches of recruitment and selection process which can be applied by
company. It is important to apply some techniques so that recruitment and selection process can
be done in systematic way. Strength of recruitment and selection approach is that it helps in
selecting best candidate for the company. It is essential to apply some approaches so that it is

easy for managers to recruit best person. This will help in choosing appropriate candidate for the
organisation.
Benefits of different HRM practices within an organisation for both the employer and
employee
Introduction
The HRM practices are the set of human resource management processes and the actions
in the organisation that work universally. The HR has to focus on the needs of employees as well
as organisation by aligning the policies with the business strategy. The set of HR practice allows
the reach the competitive advantage regardless of the setting of the industry.
Best practice of HRM
 Security is made available for the employees.
 The hiring is made selective or hiring the best people for the job.
 Making effective teams that are self-managed.
 Compensation is based on the performance and fairness in the work.
 The relevant skills are developed by training.
 Egalitarian and flat organisation is created. The information is made accessible to the ones in need of it.
Benefits of HRM for employees and organisations
The HRM is beneficial for the organisation as they recruit the best candidates for the
organization. For example, in the first stage HRM use pre-employment platforms for the
selection process for quickly examining and defining the best resumes (Ahammad, 2017). The
employees are benefited as the HRM create favourable working conditions for the employees.
For example, creating cosy and pleasant workplace by placing furniture that is comfortable.
Organizing leisure area for having short breaks. The HR research for the market rates before
hiring the employees for the compensation benefits. The first impression of the employee is
important for the organisation and this is managed by the HRM. This is done by creating a team
that can help the new candidate to adjust and build trust.
There is stronger on boarding of employees through the best HRM practice. There is also
improvement in employee retention. Along with this, the HRM benefits for employees and the

organization also includes saving time and energy at large scale. There are less compliance
issues being faced by the employees within the organization.
The employer takes concern of the internal and external business activities which are
important for knowing the best within the market through the performance at large scale.
Evaluate the effectiveness of different HRM practices
Draw a chat to show the 10C’s of HRM / Evaluate the effectiveness of different HRM practices
Collaborates of TESCO- It works with wide variety of workers and success depends on
the relationship with the strategic partners and suppliers. TESCO delay the payment of the
suppliers for boosting their own profits and demand for cutting the prices to the supplier for
getting supermarket budget really low.
Customers- the HR practises make the customers centre of everything and deliver the best
service experience to the customers. This is done by communicating frequently with the
customers (Irfan and et.al, 2020). As a gesture of appreciation the company sends Clubcard
vouchers, still the customer satisfaction levels are low.
Competitors- the company has implemented number of strategies for the facing the competition
from Sainsbury’s, ASDA, Aldi, Lidl and Co-op. It is done by matching the price of Aldi. The
company is faced by the challenge again by Penny Market, Carrefour, SPAR, CBA and Walmart.
TESCO’s climate- the macro factors impact on the operation of the company in number of ways.
The HR practises enables to sell the branded products as well as own products and help in
meeting the needs of the customers.
Suggest how to develop your HRM practices
The HRM practices can be evaluated with the help of HR Value Chain Model which is
described as below –
Efficiency – The efficiency of Tesco is analyzed and evaluated with the help of activities and
processes which are taken into consideration which includes recruitment and selection, talent
management practices, benefits and compensation organizational relationships etc (Hensen and
et.al., 2020).
Effectiveness – Effectiveness consist of the outcomes which are being considered for knowing
more about the Tesco company that includes performance, employee engagement, competency
levels of the employees etc.

Impact – Impacts are evaluated through organizational objectives which inculcates the profits,
turnover, productivity and customer satisfaction for the Tesco along with the moral values and
fairness which Tesco has towards the employees and customers.
Other best practices of HRM within an organization are as follows –
 Mission and goals for the organization is the best practice which is being practiced at
Tesco.
 Measuring the effects of the programs is also analyzed and evaluated by the HRM of
Tesco (Rosedi and et.al., 2018).
 Future and talent leadership practices are being followed within Tesco so that the
employees are hired on that basis.
 Motivational programs should be conducted for the employees so that they perform
effectively and efficiently.

Analysing the importance of employee relations in respect to influencing HRM decision-making
Define employee relation
The employee relation is the industrial relation with the employee and the employer that
is concerned with the emotional, physical, contractual and practical relationships (Samwel,
2018).
Key dimensions of the employee relation
The five key dimensions of the employee relation are:
Effective employee communication- it consists of two types downward and upwards. The
communication starting from the manage to the employees are called the downward
communication. The communicative starting from the employees to the manager is called the
downward communication.
Employee counselling – the discussion or the counsellor of the employee for coping up with the
issues is called counselling. EAP (Employee Assistance problem Program) the program help in
seeking the work-related a well as personal problem.
Employee discipline – the actions taken by the management for compliance the standards at the
workplace. The actions involve discipline like preventative discipline, corrective discipline,
restrictions on discipline, progressive discipline and positive discipline for mitigating different
problems.
Employee rights- the right of the employee involve right to privacy for collecting the job related
information, and they can be monitoring the communication and activities as party of job as well
as right to fair treatment for working in a safe environment without being harassed (Arnold,
2017).
Employee involvement- the employee relations provide the self-directed work teams, highly
involved work practices for increasing the performance of the employee. The employee-self
service is implemented for the reduced administrated work.
Analysis the importance of employee relations (Internal and external factors) in respect to
influencing HRM decision-making
Employee relations are very important in the decision-making for the HRM. The
management can make decisions according to the employee engagement thus the HRM ca
contribute in the decision-making. The employee satisfactions is important for the workplace and
influence the decision-making. The productivity of employee influence the decision-making

along with the employee retention that is a big problem in the firms. The employee advocacy
needed to b achieved in the firm and that impact the decision-making of HRM.
Identify the key elements of employment legislation and the impact it has upon HRM
decision-making
A brief introduction / Employment legislation
The body of law, precedents, administration that is addressing the relationship between
the labour organization, employees and employers that deal with the public law issues frequently
is called the employment legislation (Hinton et.al, 2019).
Point out the key elements of employment legislation